Launched in 2014, Slack is the fastest growing business application in history. For those unfamiliar with this piece of technology, Slack is a cloud-based “team collabora...
Blogs tagged in policies
Carnac the Magnificent says – Politicussin
This blog was written by Aaron Warshaw at Ogletree Deakins, which authors our Model Policies and Forms for Tennessee Employers, Massachusetts Human Resources Manual, Colorado Human Resources Manual, and Employee Benefits – An Employer's Guide. You can find the
With many employers embracing new technology to achieve efficiencies in the workplace, companies using increasingly popular biometric programs must take steps to ensure that the use of these systems does not violate the law in several jurisdictions. Biometric systems allow employees to punch ...Biometrics in the Workplace
Biometric Compliance for Employers
Controlling the political speech of buttons*
This blog was written by Danielle Krauthamer and Setareh Ebrahimian at Fisher Phillips, which authors our South Carolina Human Resources Manual, Model Policies and Forms for Missouri E...
Cursing, surfing, weapons, gadgets – illegal, inappropriate or OK?
It happens in almost every workplace almost every day: somebody swears or is on an iffy website or is carrying a knife (or worse) or is using their own (not secure) phone or computer to send off a quick business email or text.
So what is illegal, what is inappropriate and what is just not that a big a deal?
Robin Shea at Constangy has your answers (and answers your questi...
Election leave – employer's civic duty, migraine, or just wishful thinking (election, leave!)
This blog was written by Deidra Nguyen at Littler Mendelson, which authors our Model Policies and Forms for Maine Employers. You can find the original post and their...
Costumes, booze and the Great Pumpkin – beware the office Halloween party
This blog was written by Adam Gutmann at Cozen O'Connor, which authors our Minnesota Human Resources Manual, New York Human Resources Manual, and Pennsylvania Human Resources Manual. You can find the
This blog was written by Robin Shea at Constangy, which authors our Model Policies and Forms for Georgia Employers and our New Jersey Human Resources Manual. You can find the
llinois Employers Should Review Expense Reimbursement Policies Effective January 1, 2019, Illinois will statutorily require employers to reimburse employees for work-related expenses. This requirement comes as an
This blog was written by Tina Syring at Cozen O'Connor, which authors our Minnesota Human Resources Manual, New York Human Resources Manual, and Pennsylvania Human Resources Manual. You can find the
This blog was written by David Broderick at Littler Mendelson, which authors our Model Policies and Forms for Maine Employers. Dear Littler: Do We Have to Accommodate A Religious Objection to the Flu Shot? David Broderick at Littler Mendelson Dear Littler: I work in a health care setting in New Jersey. As flu season is approaching, we em...Disability/pregnancy practices – what not to practice
IL – Required expense reimbursement for your employees, not Bill Self
Public disclosure of confidential information is easier than you think
If religious accommodation and a flu shot both equal angst, is that the transitive or substitution property?
Workplace shootings – 20 can-dos to prevent them
This blog was written by Debra Friedman, contributor to our New York Human Resources Manual, at Cozen O'Connor, which also authors our Pennsylvania Human Resources Manual and Minnesota Human Resources Manual. You can fin...
No call/no show shows. No what about it.
No call. No show. Assume they quit. Find a replacement. Move on.
Then who shows up but Ms. Nocall Noshow.
Now what?
Depends on what happened, your policy, potential laws (ADA? FMLA?), disabilities, stuff, junk.
If it's called a dress code, can I wear pants?
This blog was written by Natasha Sarah-Lorraine Banks at Fisher Phillips, which authors several of our resources.
When Strict Dress Codes Went Out Of Style: The Modernization Of Workwear
“Every day is a fashion show, and the world is your runway.” – Unknown
This modern-day old adage gives one permission to own their own personal...
TN: Conceal and carry means post to prohibit or permit
This blog was written by William S. Rutchow at Ogletree Deakins, author of our Model Policies and Forms for Tennessee Employers. Ogletree also authors our Massachusetts Human Resources Manual, Colorado Human Resources Manual, and Employee Benefits – An Employer...
Four-legged office mates and the pawternity policies they benefit
This blog was written by Danielle Krauthamer at Fisher Phillips, which authors several of our resources. You can find the original post
School-related parental leave does not mean you forge a note from your kid
This blog was written by Jason Plowman at Polsinelli. Polsinelli authors hrsimple resources in Missouri, Kansas and Illinois. You can find the
This blog was written by Spencer Waldron at Fisher Phillips, which authors several of our resources. You can find the original post and the
Service animal pop quiz (yes/no):Background checks of the future are continuous
Treating service animal requests (always treat the animal)
Prepare for saying "No" – you need to decide how to refuse service
This blog was written by Seth Ford and Matt Anderson at Troutman Sanders, author of the Georgia Human Resources Manual. You can find the original article and their
PODCAST Spend 20 minutes with Ruthie Goodboe from our author Ogletree Deakins as she discusses employer work rules and employee handbook policies and practices in the podcast What's the deal with employee handbook rules?
List 10 up: What's the deal with employee handbook rules?
No, you can't sleep on the job
This blog was written by Shelby Skeabeck, formerly of Shawe Rosenthal, author of our Maryland Human Resources Manual. You can find the original blog post here and their Labor & Employment Report newsletter (which is excellent)
Should you give your employees a little Slack – or do they have enough already?
Are Your Employees “Slackers”? How Employers Should Handle Slack—The Increasingly Popular Instant Messaging Application
Zero tolerance for "zero tolerance" policies
Zero tolerance for "zero tolerance" policies
"Zero tolerance" is too blunt an instrument, and it may even increase bad behavior.
Chai Feldblum, a Democratic Commissioner of the Equal Employment Opportunity Commission, was quoted this week as saying that "zero tolerance" policies can actually make it&n...
PTO on the house!
This blog was written by Kat Cunnignham, president of Moresource Inc., a member of the Missouri Chamber. You can find the original blog post on the mobile edition of Missouri Chamber's Missouri Business
Traditionally, most companies have of...
New rules for work rules
This blog was written by Fiona Ong at Shawe Rosenthal, author of our Maryland Human Resources Manual. You can find the original blog post here and their Labor & Employment Report newsletter (which is excellent)
Guidelines for a Valid No-Solicitation/No-Distribution Policy Many employers would like to ensure that employees focus on their work during their working time – after all, that’s what they’re being paid to do! One way employers attempt to prevent distractions is by implementing a policy that prohibits employees from soliciting their co-workers (Buy cookies!...Guidelines for a valid no-solicitation/no-distribution policy
Personal hygiene in the workplace
When you took your job in HR, you knew that you would have to face some uncomfortable situations: terminations, poor performance reviews, disciplinary actions, but perhaps the worst of all is the “we need to talk about your personal hygiene” conversation. Your staff’s poor personal hygiene can negatively effect co-workers and customers alike, and management needs to take th...
Conducting internal I-9 audits
This blog is an excerpt from our book Employment Verification – An Employer’s Guide to Immigration, Form I-9 and E-Verify by David Selden and Julie Pace at The Cavanagh Law Firm. For more information, go to the Products tab above and click on "Federal" to subscribe.
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Attendance policies
Needless to say, a company can’t operate (let alone succeed) if the employees aren’t showing up to work. But how do you ensure that your workforce will consistently report for duty? One good step is having a clear attendance policy. Communicating clearly about what are acceptable reasons to miss work, how these requests should be made, and what does not qualify as an excusable ab...
Nepotism: favoring relatives and friends in the workplace
It is not unusual for multiple members of a family to work for the same employer. However, such situations can be troublesome if the family members are in a superior-subordinate relationship because:
- the relationship may give rise to favoritism or to suspicions of it
- the subordinate family member takes advantage of the situation by not working as hard or by...
The Form I-9 has changed… Again!
Immigration enforcement is a major priority for the Trump Administration. Work site enforcement and I-9 audits and inquiries by ICE have been increasing and they will continue to increase. In addition to this, yet another new I-9 form was issued in 2017. All employers must use the new Form I-9 during the hiring process by September 18, 2017.
The ne...
Arizona sick day policy
Arizona sick day policy
Julie A. Pace, The Cavanagh Law Firm
This blog comes directly from the Arizona Human Resources Manual. If you are an hrsimple.com member, just log in and go to Chapter 21, Personnel manuals and policies.
Beginning on July 1, 20...
Vacation policies and time off
Not all employers provide employees with vacation time, but for those who do it is wise to have a clear, well-enforced policy in place to prevent confusion and help employees understand what steps need to be followed in order to use their time off. If employers decide to provide time off they need to make sure to do so in a uniform manner and apply the same regulations to each employee. Writ...
Employee handbooks – getting a handle on your policies
While there may be no state or federal law requiring an employer to have a handbook, there are a number or reasons why they are in an employer’s best interest.
- Usefulness. It is beneficial for there to be one definitive source on the terms of employment. If an employee ever has a question as to what is acceptable or not, they know where to turn....
